Despite the fact that unemployment has been cut by more than half since October, 2009, according to CNN Money, some jobs were lost forever. Consequently, it isn’t uncommon in a tight economy for people to apply for jobs more than once, especially if openings become available again. If you’re considering interviewing a candidate a second time, here are some things to consider.

Was Person Give Fair Shot?

You have to check your notes to see why the person wasn’t selected. Perhaps you didn’t get to fully assess this individual’s capabilities. See how far the person got in the interview process. If you only interviewed him by phone, evaluate his credentials further with a face-to-face interview.

Could be Qualified

Review the individual’s resume and qualifications again. If he isn’t qualified, notify him and thank him. The person could, however, be the perfect candidate for the job. Perhaps you didn’t fully consider this applicant because you preferred someone else. Whatever the case, you won’t know the candidate’s potential until you interview him.

Person’s Obviously Interested

No one would apply for a job twice if he wasn’t interested in your company. Therefore, be glad someone’s interested enough to try again, even though you rejected him before. If the person is qualified at this juncture, it’s best to conduct a corporate culture interview, according to Inc. Start by describing your company’s corporate culture and then ask the applicant to provide some examples of how he worked in a similar environment. There are also various personality tests you can administer to determine if the applicant is a good fit.

More Prepared Now

People have obligations and duties to complete outside the interview process. Most have full-time jobs. It’s conceivable that the person didn’t make the best impression the first time around, or wasn’t as prepared as he could’ve been. In either case, if the individual’s qualified, give him another chance. Ask him questions related to tasks he would face in the open position. If he’s applying for a marketing job, for example, ask the candidate to provide relevant examples of how he worked on teams, solved problems, made decisions and convinced management to implement his strategies.

Just because a two-time applicant didn’t get the job the first time around doesn’t make him a bad candidate. Many successful people, even in sports, were not top choices. The only way to truly determine if this person’s right for a job is to send him through the entire interview process.

Stephen Koppekin is the founder of Koppekin Consulting, Inc. Contact Stephen to learn more about how you can better manage, retain, and value your employees.